Innovations & Trends in Talent Recruitment

Summary of: “Innovations & Trends in Talent Recruitment” held on Thursday, August 9, 2018 from 8 to 10 AM.

We collaborated with Sierra Ventures, an early stage venture firm based in the Bay Area focusing on enterprise B2B companies, who brought two of their portfolio companies, Hired and Phenom People, to lead the discussion.

Discussion Topics:

Phenom People, CEO, Mahe Bayireddi‍

‍Leveraging Talent Relationship Marketing & AI to Attract Top Candidates

- Phenom People, a leader in Talent Relationship Marketing, has proven that to attract the best talent, phenomenal companies must build relationships with candidates through personalized digital experiences. The Phenom Talent Relationship Marketing Platform automates the process for driving awareness, interest, engagement and acquisition of talent. Mahe discussed on why today's organizations must leverage disruptive technologies like cloud, AI, and next gen web UI and processes (ATS) to acquire the best and brightest candidates. It is imperative for HR and technology leaders to collaborate to accomplish this. Mahe also has 5 years worth of experience working with those teams to understand best practices. Phenom has had great success and is listed a Gartner Cool Vendor & #177 on the INC 5000 in 2017.

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Hired, VP of Sales, Sloane Barbour‍

‍The Candidate Centric Approach to Recruiting

- Hired connects the right talent with the right opportunity. Their curated marketplace allows candidates and clients to discover their perfect match more effectively and efficiently. Sloane expanded upon 4 different takeaways the company has identified over 5 years from millions of discussions with candidates:

• Takeaway 1: It’s a candidate’s market. The best candidates are off the market in 10 days and there is a projected shortfall of a million applicants for computing jobs by 2020.
• Takeaway 2: It’s an on-demand economy. Experiences like Netflix and Uber also apply to the way people want to find a job. The candidate experience should BE a one-on-one interaction, personalized with proof that you know who the candidate is and what he or she is looking for.
• Takeaway 3: Brand Matters. Companies must build a strong employer brand and not fall into the routine of parroting buzzwords: we’re a tech leader; we work as a team; we care about our employees; etc. But unless you can transform those key points into an employee- and candidate-centric value proposition balanced with authenticity and proof – they come across as empty statements.

• Takeaway 4: Candidates are paying close attention to diversity efforts. Diversity inclusion is not just a recruiting challenge, rather, it is a cultural issue that spans public brand perception, your ability to innovate, differentiation of your corporate vision and the inherent values of fairness and transparency.

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